Reverse Mentoring Scheme

What is reverse mentoring?

Reverse mentoring turns traditional mentoring on its head. The reverse mentor is a more junior colleague who would mentor a more senior colleague. For example, a Black, Asian or Minority Ethnic (BAME) or disabled colleague at a lower grade would mentor a colleague who is an Executive Director from a different ethnic group, or who doesn’t have a disability. They would accompany that Director to meetings, observe behaviours and provide constructive feedback regarding issues and points that are observed from that junior member of staff’s personal experiences.

These may be born out of their lived experiences as a BAME or disabled employee. They will provide an insight in to the difficulties and barriers they may have faced, with opportunities to explore how the more senior colleague could learn from and adapt their future leadership approach to ensure they are more inclusive and appreciative of the diversity of their workforce.

Programme Launch

We are delighted to launch our second cohort reverse mentoring programme for 2020/21. There has been a great deal of interest across LLR with the success of the first programme during 2019/2020 and the growing evidence base nationally that done properly this approach helps to deliver some of the inclusion, leadership and culture change needed within the NHS.

The 2020/21 programme sets out to address race and disability issues and will be broadened to include other “protected characteristics” such as gender, and sexual orientation for future programmes.

Applications are now open for mentors and mentees and the closing date has now been extended to Thursday 31st December  2020.

Training is being planned for February. The programme will commence in March 2021 and will be for 6 months.


Who is it for?

 We are looking for a good cross section of staff willing to be either reverse mentors or mentees. Reverse mentors would ordinarily be junior members of staff, however, this would be more junior than the person being mentored. The mentee could be any member of staff wishing to be reverse mentored. As long as the mentee is more senior to the person being mentored, anyone is welcome to apply.

A reverse mentor must be eager to support colleagues from across the LLR system. You must be able to help the reverse mentee discover their strengths and weaknesses in order to focus them on their own personal development specifically linked to inclusion.

As a mentee you must be committed to the principles of reverse mentoring. Be willing to listen and understand the role of the reverse mentor.

In order to be accepted onto the programme you will need to meet the person specification and be prepared to become an active Reverse Mentor or Mentee for the LLR system in 2020/21.


Below we have link to some useful resources to use throughout the reverse mentoring process:

BAMED Advice for Being an Ally

Check Yourself- The White Privilege Test

Knapsack Peggy McIntosh

Links to further useful resources